Access

If You Use a Screen Reader

This content is available through Read Online (Free) program, which relies on page scans. Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.

Description:
The official flagship journal of the American Sociological Association (ASA), American Sociological Review (ASR) publishes works of interest to the discipline in general, new theoretical developments, results of research that advance our understanding of fundamental social processes, and important methodological innovations. All areas of sociology are welcome. Emphasis is on exceptional quality and general interest. Published bi-monthly in February, April, June, August, October, and December.

The "moving wall" represents the time period between the last issue
available in JSTOR and the most recently published issue of a journal.
Moving walls are generally represented in years. In rare instances, a
publisher has elected to have a "zero" moving wall, so their current
issues are available in JSTOR shortly after publication.
Note: In calculating the moving wall, the current year is not counted.
For example, if the current year is 2008 and a journal has a 5 year
moving wall, articles from the year 2002 are available.

Terms Related to the Moving Wall

Fixed walls: Journals with no new volumes being added to the archive.

Absorbed: Journals that are combined with another title.

Complete: Journals that are no longer published or that have been
combined with another title.

Abstract

We examine the effects of organizations' employment practices on sex-based ascription in managerial jobs. Given men's initial preponderance in management, we argue that inertia, sex labels, and power dynamics predispose organizations to use sex-based ascription when staffing managerial jobs, but that personnel practices can invite or curtail ascription. Our results-based on data from a national probability sample of 516 work organizations-show that specific personnel practices affect the sexual division of managerial labor. Net of controls for the composition of the labor supply, open recruitment methods are associated with women holding a greater share of management jobs, while recruitment through informal networks increases men's share. Formalizing personnel practices reduces men's share of management jobs, especially in large establishments, presumably because formalization checks ascription in job assignments, evaluation, and factors that affect attrition. Thus, through their personnel practices, establishments license or limit ascription.